Author(s):
Afolabi J. A., Bankole O. A., Enitilo O.
Email(s):
oluwolebankole899@gmail.com
DOI:
10.52711/2321-5763.2026.00039 
Address:
Afolabi J. A.1, Bankole O. A.2, Enitilo O.3
1Bamidele Olumilua University of Education, Science and Technology Ikere, Ekiti State, Nigeria.
2Department of Business Administration, Ekiti State University, Ado-Ekiti, Nigeria.
3Department of Business Administration and Entrepreneurship, School of Management Sciences, Olusegun Agagu University of Science and Technology, Okitipupa, Ondo State, Nigeria.
*Corresponding Author
Published In:
Volume - 17,
Issue - 3,
Year - 2026
ABSTRACT:
The results show that in the Nigerian banking industry, both transactional and transformational leadership styles have a big impact on employee commitment. Results show that a 1% increase in transactional leadership leads to a 24% rise in employee commitment and a 1% increase in transformational leadership leads to a 21% increase in employee commitment. This shows how important leadership is for encouraging people to be dedicated and stay with the company. This research lends credence to the Full Range Leadership Theory (FRLT), which states that transactional and transformational leadership styles work hand in hand to motivate workers. In light of these findings, it is advised that Nigerian financial institutions implement a well-rounded strategy for leadership that combines inspiring vision-setting with organised incentive programs to boost employee dedication and overall productivity. The following suggestions for improving bank employees’ dedication in Nigeria are derived from the study’s findings: Leadership styles have a big impact on employee engagement, thus banks should incorporate both transformational and transactional approaches. While transactional leadership is useful for setting clear goals and rewarding good performance, transformational leadership is more focused on inspiring and motivating employees. For managers to be able to implement successful leadership styles, financial institutions should put money into leadership development programs. Improving employee engagement should be the primary goal of training programs that aim to cultivate transformational leadership behaviours. These behaviours include providing personalised attention, inspiring others, and stimulating their minds.
Cite this article:
Afolabi J. A., Bankole O. A., Enitilo O.. Determinants of Employee Commitment in Nigerian Deposit Money Banks: A Study of Transformational and Transactional Leadership Styles. Asian Journal of Management. 2026;17(3):251-8. doi: 10.52711/2321-5763.2026.00039
Cite(Electronic):
Afolabi J. A., Bankole O. A., Enitilo O.. Determinants of Employee Commitment in Nigerian Deposit Money Banks: A Study of Transformational and Transactional Leadership Styles. Asian Journal of Management. 2026;17(3):251-8. doi: 10.52711/2321-5763.2026.00039 Available on: https://www.ajmjournal.com/AbstractView.aspx?PID=2026-17-3-10
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